BMP6003 International HRM: Identifying Three Key HR Practices

This presentation identifies three key HR practices vital for success in international human resource management (IHRM): recruitment and selection, performance management, and training and development. Effective international recruitment involves various tactics to identify suitable candidates globally. Performance management is crucial for monitoring employee progress and aligning efforts with organizational goals. Training and development are essential for enhancing employee skills and knowledge in a dynamic global environment. The presentation concludes that HRM plays an increasingly important role in managing personnel worldwide due to technological advancements and globalization, enabling optimal cooperation between host and native countries. Desklib provides access to this presentation along with a wealth of other study resources.

BSC (Hons) Business
Management (Top-up)
BMP6003 International HRM

Assessment 2: Individual Presentation
Three most important HR practices for an international
business
Name:
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Contents
Introduction
3 most important HR practices for an international business
Conclusion
References

Introduction
The human resource management is the process of a
recruiter and select a deserving candidate so that they can
perform their job role in a pre-defined manner. This also
include a training to the employees so that they're overall
development can development can be done which is
needed for the better functioning of organization. now a
days play a significant role so that they can motivate a
workforce to perform effectively in order to achieve
organizational goal.

Recruitment and Selection (IHRM practice 1)
The International human resource source is a challenging are
challenging process incompetent in comparison to the
recruitment and selection Which is held within the home nation
of an organization (Redondo, Fabra, and Martn, 2020).
Recruitment Is the process of identifying and choosing a
interested candidate who is looking for a given vacant job. It is
vital for the company to recruit a deserving person which leads
to have better results within the organization. There are a
variety of recruitment tactics used by IHRM to recruit at a
worldwide level:
 Job posting
 Utilisation of internal data
 Relationship with international recruitment institution
 University placement
 State or private employment service

Performance Management (IHRM practice 2 )
Because it is a constant practise, this is an important IHRM
practise. It is an important aspect of the organization's
strategy to achieve the organization's objectives in a timely
and efficient manner. This approach entails regular
monitoring of employees' work so that if there is a need for
change, HRM can assist the workforce right away.
Performance management aids in employee motivation and
adds to the ongoing improvement of a worker's skills,
abilities, and knowledge.

Training and Development (IHRM practice 3 )
Training is a crucial tool for an organisation since it
helps employees improve their existing skills and
knowledge. Companies consider training to be a wise
decision in the age of globalisation and changing
technologies. An organization's human resource is an
asset that every firm employs to achieve a competitive
advantage over its competitors. Training aids in bringing
out the best in employees and contributes to the most
efficient use of resources to provide the greatest results.

Conclusion/Summary
From the above presentation, it has been concluded that, as a result of new technological breakthroughs and
globalisation, HRM now has more responsibility for managing personnel all over the world. International
human resource management governs international enterprises' personnel across the globe, allowing for
optimal cooperation between the host company and the native country.

Reference List
 Andersson and et. al., 2019. The IB/IHRM interface: Exploring the potential of intersectional theorizing.
Journal of World Business. 54(5). p.100998.
 Andresen, M. and Bergdolt, F., 2019. Individual and job-related antecedents of a global mindset: An analysis
of international business travelers’ characteristics and experiences abroad. The International Journal of
Human Resource Management. pp.1-33.
 Barrena-Martínez, J., López-Fernández, M. and Romero-Fernández, P.M., 2019. Towards a configuration of
socially responsible human resource management policies and practices: Findings from an academic
consensus. The International Journal of Human Resource Management, 30(17). pp.2544-2580.

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